Choosing the Right Interview Team

Who should participate in a job interview, as interviewers?

Sometimes, things can go wrong when the wrong people are involved in interviewing candidates. Here are some examples I have seen or heard where things went off track:

Employees Recruiting Their Future Boss

It’s common for employees to have a different view of what needs to be achieved within the organization compared to management. Arranging a meeting between a potential manager and team members can be beneficial, but it’s crucial that the employees understand their role: to assist both the candidate and the recruiting manager in making a decision, not to take responsibility for the recruitment.

Unfortunately, there are also cases where employees have felt sidelined and made things difficult for the new manager.

(Note: Keep labor union consultation (MBL) in mind.)

Employees Recruiting a Future Colleague

Generally, it’s a good idea for future colleagues to meet and ask questions. However, the recruiting manager needs to clearly define expectations for everyone involved in the interview. Recruiting is a significant responsibility, which can be intimidating for some and can inflate others' egos. Does everyone interviewing understand the qualification profile, and the long term goals? Is it clear who ultimately makes the decision?

Unclear expectations have, at times, led to unnecessary conflicts and discomfort.

Someone Whose Position Could Be Threatened

I have seen several examples of this. It might involve someone who wants to keep or take on tasks that will be assigned to the new hire. It can be that the one who is to be replaced, plans to stay on as a consultant, and therefore has a personal interest in finding faults in all candidates.

In one peculiar case, two managers from neighboring departments were recruiting for a new function. Because they were in conflict, one disliked every candidate the other favored, simply to prevent the other from gaining more influence in the organsation.

Former Colleagues

Of course, former colleagues can be involved in interviewing a candidate. Just remember that you’re recruiting for a different role than the one the candidate previously held. Even if the role is similar, you may have a different culture and way of working. What worked well at their previous job may hinder progress in yours, or vice versa.

There are plenty of examples of employers enthusiastically hiring a former colleague who was excellent in their previous role, only to discover they don’t fit the new role.

The solution is to follow the process, ask all necessary questions, and always keep the requirements profile in mind.

"Grandfather" Enters

So-called “grandfather interviews” (farfarsintervjuer) have become common. This means that the recruiting manager’s manager steps in to interview the final candidate. This can be valuable, especially for the candidate, who can learn more about the larger vision.

However, sometimes the manager’s manager might jump in and draw entirely wrong conclusions. I’ve seen it a few times. In one example, a “grandfather” completely dismissed a candidate due to their clothes. The role involved wearing standardized work clothing every day, so personal attire was irrelevant. In other cases, real technical experts have been dismissed for not being “salesy” enough, even though this wasn’t necessary in a lab environment.

As a recruiting manager, there’s not much you can do if you have a “grandfather” with a bit too much decision power (although you can try).

If you’re the “grandfather” yourself, think carefully about why you’re involved in the recruitment process and what you intend to contribute.

Only the Recruiting Manager Interviews

It’s not ideal for a single person to interview candidates alone. Even with the best intentions and processes, humans are prone to judgment errors. A bad day? The candidate might seem a bit worse. A great first impression? The candidate might feel perfect, and risks may be overlooked.

Having two or more interviewers reduces the likelihood of judgment errors.

These are just a few examples.

The conclusion is: carefully consider who should participate in interviews, ensure they understand the assignment, and clarify their roles.

Do you have any horror stories to share?